NHS Pay Bands 2026/27: Salaries, Steps & HCAS
A detailed England reference for the 2026/27 Agenda for Change pay structure, including annual rates, hourly rates, progression points and HCAS context.
England 2026/27 annual pay scales
NHS Employers published the 2026/27 England Agenda for Change pay scales effective from 1 April 2026. The table below reproduces the published annual pay points for quick reference.
| Band | Entry | Intermediate | Top | Published progression timing |
|---|---|---|---|---|
| Band 1* | £25,272 | — | — | Closed to new entrants |
| Band 2 | £25,272 | — | £25,272 | 2 years to eligibility |
| Band 3 | £25,760 | — | £27,476 | 2 years to eligibility |
| Band 4 | £28,392 | — | £31,157 | 3 years to eligibility |
| Band 5 | £32,073 | £34,592 | £39,043 | 2 years, then 2 years |
| Band 6 | £39,959 | £42,170 | £48,117 | 2 years, then 3 years |
| Band 7 | £49,387 | £51,932 | £56,515 | 2 years, then 3 years |
| Band 8a | £57,528 | £60,417 | £64,750 | 2 years, then 3 years |
| Band 8b | £66,582 | £70,896 | £77,368 | 2 years, then 3 years |
| Band 8c | £79,504 | £84,346 | £91,609 | 2 years, then 3 years |
| Band 8d | £94,356 | £100,140 | £108,814 | 2 years, then 3 years |
| Band 9 | £112,782 | £119,583 | £129,783 | 2 years, then 3 years |
* Band 1 is closed to new entrants. The progression timings above describe the published England pay-scale structure; the underlying eligibility and appraisal rules remain governed by the current NHS Terms and Conditions of Service Handbook.
England 2026/27 hourly pay rates
The published hourly rates are useful when checking part-time salaries, hourly comparisons and some enhancement calculations.
| Band | Entry hourly | Intermediate hourly | Top hourly |
|---|---|---|---|
| Band 1* | £12.92 | — | — |
| Band 2 | £12.92 | — | £12.92 |
| Band 3 | £13.17 | — | £14.05 |
| Band 4 | £14.52 | — | £15.93 |
| Band 5 | £16.40 | £17.69 | £19.97 |
| Band 6 | £20.44 | £21.57 | £24.61 |
| Band 7 | £25.26 | £26.56 | £28.90 |
| Band 8a | £29.42 | £30.90 | £33.11 |
| Band 8b | £34.05 | £36.26 | £39.57 |
| Band 8c | £40.66 | £43.14 | £46.85 |
| Band 8d | £48.26 | £51.21 | £55.65 |
| Band 9 | £57.68 | £61.16 | £66.37 |
What the pay steps mean
The entry, intermediate and top figures are not three arbitrary salary choices. They represent the published steps within the national pay structure. The published 2026/27 table states how many years staff are expected to be at a step before becoming eligible for progression to the next applicable step.
For Bands 5–9, the scale shows two years from entry to the intermediate point and three years from intermediate to the top point. Bands 2–4 have their own published progression arrangements. If your payslip appears to show the wrong step, compare the effective date, reckonable service and employer progression record before assuming the annual figure itself is wrong.
HCAS: London and fringe rates
High Cost Area Supplement is published separately from basic pay. For 2026/27, NHS Employers states that the annual HCAS-inclusive value is the higher of the applicable percentage calculation and the relevant minimum, subject to the maximum.
| Zone | Rate | Minimum | Maximum |
|---|---|---|---|
| Inner London | 20% | £5,794 | £8,746 |
| Outer London | 15% | £4,870 | £6,137 |
| Fringe | 5% | £1,346 | £2,270 |
HCAS is not a generic London allowance for every NHS employee. Eligibility depends on the relevant work location and employment arrangements. The calculator includes an HCAS input so users can model the published rates where they apply.
Why your payslip may not match the headline band salary
- Hours: part-time contracts generally produce a proportion of the full-time basic salary.
- Pay point: your band may contain entry, intermediate and top steps.
- HCAS: qualifying staff may receive an additional supplement.
- Enhancements: qualifying unsocial hours can increase gross pay.
- Pension: NHS Pension contributions can reduce take-home pay before other deductions.
- Tax and NI: tax code, taxable income and National Insurance thresholds affect net pay.
- Student loans: repayment plans can reduce net pay above the applicable threshold.
- Salary sacrifice and other deductions: local arrangements can change the amount actually paid.
Pay-band changes, re-banding and promotion
A job title alone does not determine an AfC band. National job-evaluation arrangements and employer processes are relevant when determining the appropriate band. Promotion or a successful re-banding exercise can therefore change the applicable salary, but the new pay point should be confirmed through the employer's formal process.
If you are checking a promotion, compare the old band, new band, effective date and written pay confirmation. Avoid calculating a new salary by simply taking the difference between the two top-of-band figures.
How to read your NHS payslip against this table
| Payslip item | Question to ask |
|---|---|
| Basic pay | Does the annual/hourly rate correspond to the correct band, step and hours? |
| Enhancements | Do the qualifying hours and enhancement rules match the roster? |
| HCAS | Is the correct zone and percentage/minimum/maximum being applied? |
| Pension | Is the pensionable pay and scheme information correct? |
| Tax | Is the tax code current and appropriate? |
| NI | Does the NI category and earnings threshold treatment look consistent? |
| Student loan | Is the repayment plan and threshold correct? |
| Other deductions | Can each deduction be matched to an authorised arrangement? |
Country differences
This page is specifically an England 2026/27 reference. Scotland, Wales and Northern Ireland have their own national pay circulars and should be checked separately. The tax treatment can also differ between the UK nations, particularly for Scottish income tax.
Useful next steps
Calculate estimated take-home pay
Read the full Agenda for Change guide · Review the source methodology · Check NHS Employers' official 2026/27 pay scales.